Job boards rarely yield the RIGHT candidates.

Busting the job board myth

The U.S. job market is expected to improve over the next year as entrenched executives look for new opportunities, Time reported. With this trend in play, organizations across myriad sectors will surely ramp up recruitment strategies to bolster their C-suites. There's a good chance many may devote considerable time to managing online hiring processes, including posting to internal and external job boards. Unfortunately, these efforts will be all for naught. Why?

Passivity does not pay
Job boards and the like are passive recruitment tools. Human resources professionals post pre-written job descriptions, configure a few filters and wait for the applications to accumulate. Users regularly receive thousands of resumes per posting but few of these submissions come from qualified candidates, one recruiter told PBS News Hour. Top-flight professionals rarely peruse online portals. In fact, many do not actively search at all, as their day-to-day demands make it impossible. Consequently, the organizations that do succeed in netting these leaders take a more active approach and work with global executive search firms to make connections over the phone or in person.

"Organizations should take a more active recruitment approach and work with global executive search firms."

Online descriptions hamstring HR
Companies with extensive online recruitment strategies often believe job boards to be the perfect places for articulating key open positions. Most have accommodating character limits that allow users to put up targeted job descriptions aimed at only the best. However, this approach often backfires, as the few truly talented executives who peruse this content may deem themselves unqualified based on what they read, Fast Company reported. It's better to reach out to proven prospective hires directly, rather than rely on online application queues filled with candidates who judge themselves fit for a role based on an accompanying description.

As you navigate the hiring process, consider collaborating with an executive recruitment firm like YES Partners. Our executive search consultants can put you in touch with experienced C-level staff, allowing you to avoid online job boards altogether. 

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries. 

Stop waiting for the RIGHT applicants. Instead, actively pursue them using these strategies.

Are you still waiting for the RIGHT applicants?

Internal recruiters often find themselves screening unqualified candidates while their counterparts from competing firms attract truly transformative talent. Why? Self-sabotage. Some maintain laborious hiring processes that turn off potential hires and send them running elsewhere. Others simply use the wrong recruitment resources, relying on job boards and other passive tools that prove fruitless in the modern job market. Is your organization committing one or both of these hiring faux pas? It's probably time to make some changes. Stop waiting for the RIGHT applicants. Instead, actively pursue them using these strategies:

Know who to look for
Before you contact an executive search firm or post a want ad on your website, you need to carefully consider who you're looking for. Design a simple job description, along with a more exhaustive profile that outlines how one might succeed in the open role, Entrepreneur advised. This way, you can easily define success and map specific candidate qualities to that outcome.

"Stop waiting for the RIGHT applicants – actively pursue them instead."

Get an external partner
Many companies continue to use job boards and other online resources despite their flaws. These enterprises usually fall behind in the War for Talent, as qualified, experienced hires dodge the web and instead work with executive search consultants. With this in mind, consider partnering with a retained executive search firm. Such an organization can help you develop a long-lasting talent pipeline and connect you to the RIGHT applicants.

Offer respect and transparency
Finding qualified potential hires is only half the battle. You need to facilitate candidate-centric internal processes to close the deal and add new talent. This requires engineering respectful and transparent interviews and evaluations, according to Alison Green of "Ask a Manager" fame, writing in U.S. News & World Report. Lead likely C-level staff through accelerated screenings and leave them with a clear picture of where they stand.

Ready to attract the RIGHT applicants? Contact YES Partners today. Our talented executive search consultants can put you in touch with truly talented business leaders. 

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

Do employee referral programs really help human resources personnel bring in the best and brightest?

Do employee referrals really work?

Organizations often leverage a variety of recruitment resources when it comes time to fill essential positions. An estimated 63 percent of companies turn to established employee referral programs, according to research from the talent tracking solutions provider iCIMS. These arrangements come with ostensible benefits for both businesses and employers – if they would work. But, do they really help human resources personnel bring in the best and brightest?

Addressing employee participation and fit
Employees at every level constantly come across top-down initiatives calling for their participation. Referral programs fall into this category, of course. Surprisingly, a large number of workers participate. In fact, almost 40 percent of American workers have recommended friends of family members for open positions. A percentage of these referral candidates go on to assume internal roles, according to a staffing survey referenced by the Society of Human Resource Management. The big question however is whether they really meet company expectations?

"Referral programs aren't the end-all and be-all."

The dangers of referral systems
Often overlooked dangers are when employees and managers refer relatives or former coworkers, the same way those future employees follow them into a company, the same way they will leave again for another company once those employees or managers change their company. The same principle applies also for contract recruiters.

While referral programs can obviously bolster your recruitment strategy overall, they aren't the end-all and be-all. Rather than trying to fill positions, companies should focus on finding the RIGHT candidates. You should supplement by working with an executive recruitment firm like YES Partners. Our executive search consultants can put you in touch with talented C-level leaders even your most connected employees cannot match.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

Some organizations bring incompetent or destructive executives into the fold just to fill seats.

The REAL cost of a bad hire

Organizations with open positions in the executive suite often rush to fill them. This common compulsion makes perfect sense. How can a business function effectively without leadership? However, some bring incompetent or destructive executives into the fold just to fill seats. This haphazard recruitment methodology often depletes company resources and creates long-lasting internal discord.

Dollars out the door
Bad hires often carry immense monetary impact, according to one study from an online career site. American businesses throw away an average of at least $11,000 per bad hire. Researchers from the same organization also found that almost 30 percent of U.S. employers have wasted as much as $50,000 on a bad hire. Of course, this amount only increases as you move up the pay scale and deploy further recruitment assets to woo C-level staff.

"An estimated 75 percent of American businesses have hired ill-fitting employees."

Culture takes a hit
The impact of bad hires isn't confined to the accounting department. Bringing in the wrong employee can also degrade workplace culture and create long-term issues that can live on long after you've corrected your error in judgment, Entrepreneur reported. Incompetent hires can create division and resentment among high-performing internal team members. Toxic employees, on the other hand, may abuse their co-workers outright and leave once exceptional contributors emotionally drained and less productive. Don't forget the golden rule: Employees leave their boss, not their company.

An estimated 75 percent of American businesses have hired ill-fitting employees who wrought fiscal and cultural havoc on their workplaces. Chances are, your organization is part of this large group. Often internal recruiters are overworked and overloaded with "filling reqs." As such it comes down to numbers and as to how many reqs are open or have been filled.

If this is the case, consider partnering with a retained executive search firm such as YES Partners. Our recruitment consultants can connect you with candidates who not only have executive experience to move your company forward but, more importantly, fit within your existing internal culture. The focus here is not by filling an open position, but by filling an open position with the RIGHT candidates.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

Here are a few common interview questions you should probably stop asking.

Interviewers: Stop asking these 3 questions

Interviewing candidates can be nerve-racking. Consequently, many human resources professionals rely on standardized queries to get them through rough spots. While some of these questions yield usable information, most add little to no value to the interaction. With this in mind, consider clearing out some of this conversational filler.

Not sure where to start? Here are a few common interview questions you should probably stop asking:

'What is your biggest weakness?'
Many interviewers trot out this question hoping for honest self-reflection. This rarely occurs, according to U.S. News and World Report. Instead, most candidates thrust HR representatives into the spin zone and launch into unhelpful diatribes about how they work too much.

"Most candidates thrust HR representatives into the spin zone when asked questions that call for self-reflection."

'Why do you want to work here?'
This question is normally used to assess motivation. However, all it really does is prompt potential employees to unfurl rehearsed flattery, according to the Society for Human Resource Management. In most cases, candidates are simply looking for new opportunities or more robust compensation. 

Additionally, this question typically applies to active candidates who applied on their own. Those who are not looking for or applying to jobs – prospective hires coming from search firms, for instance – are completely different to begin with. These candidates need to be actively courted for the opening and, as a result, may find this particular question insulting.

'Where do you see yourself years down the line?'
Employers ask this question to gauge commitment. In reality, this is an unfair ask, as few organizations can say, with certainty, that candidates will have long-term job security once they come aboard, Forbes contributor and former HR executive Liz Ryan explained.

Now that you've cleaned up your candidate questionnaire, it's time bring in the talent. An executive search firm like YES Partners can help. You can partner with our seasoned executive search consultants to source world-class business leaders with bona fide executive experience and robust technical skill sets.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

To win the War for Talent, you must abandon traditional recruitment strategies for more modern techniques designed to engage today's top-tier personnel.

How to win the War for Talent

Currently, many businesses are locked in what recruitment experts call the "War for Talent." This phenomenon, a symptom of decreasing unemployment levels and globalization, forces internal human resources personnel to fight tooth and nail to compete for a limited number of qualified candidates. Often, this means abandoning traditional recruitment strategies for more modern techniques designed to engage today's top-tier personnel. If your organization has yet to adopt such hiring strategies, you must move quickly to make changes, as the War for Talent may never subside, according to Fast Company. The indications are that this war for qualified folks will intensify in in 2017!

Focus on benefits
Last year, the Society for Human Resource Management asked almost 800 recruitment professionals in the U.S. how they had changed their approach to account for increased competition. Approximately 95 percent of respondents said they started by bolstering their benefits packages with new health care incentives. Additionally, more than half introduced flexible work options to entice candidates looking for better work-life balance. It would be in your best interest to consider similar changes, as benefits have reached peak importance among potential hires.

"Streamline the search and screening phases to get the RIGHT people in the door."

Speed up the process
We've touched on this idea before but it bears repeating: To compete in the modern job market, you must facilitate an effective yet swift hiring process. First, streamline the search and screening phases to get the RIGHT people in the door. How? Work with a retained executive search firm that can help you pinpoint the most qualified candidates. When it comes time to make an offer, do so with urgency, recruiter Robin Reshwan advised in an article for U.S. News & World Report. You don't want transformative leaders with real executive experience moving on because you took too long to respond.

Beyond this, keep in mind that there is more to it than waiting and hoping for the RIGHT candidates or simply approaching talent on social networks. Global executive search firms, by nature, have deep industry connections and work with prospective hires who not only understand the hiring process but also specify ahead of time the kinds of organizations they want to work for.

Ready to achieve victory in the War for Talent? Contact YES Partners today. Our executive search consultants can connect you with truly talented business leaders.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

There are, in fact, workable strategies for filling those difficult-to-fill positions.

Having trouble with difficult-to-fill positions? Try these strategies

Organizations across a myriad of industries struggled to fill essential vacancies in 2016, according to the Society for Human Resource Management. This problem is expected to increase throughout 2017, as the economy improves and the unemployment rate continues to decrease. However, businesses dealing with recruitment difficulties aren't doomed to suffer empty corner offices for an eternity. There are, in fact, workable strategies for staffing difficult-to-fill positions.

Rethink candidate requirements
When hiring for key leadership positions, stakeholders start the search with an ideal candidate in mind. Unfortunately, many find that few check all the boxes. To avoid this problem, it may be best to rethink your candidate requirements. Try designing less restrictive roles. This move alone could revitalize your search and open up new recruitment opportunities.

"Try designing less restrictive roles."

Embrace cultivation
If the above adjustment fails to stimulate momentum, you may need to reform your strategy entirely. Consider looking for less experienced professionals with C-level potential as opposed to fully-formed executives. Prospective hires with raw skills and industry knowledge can grow into transformative leaders with coaching, according to The Huffington Post. Keep in mind though that 'build' option (versus 'buy') means it will 'take time' for the person/s to come up to speed.

Look for outside assistance
Many employers find that they simply cannot go it alone. In these moments, global executive search firms often save the day. Such organizations leverage deep industry connections and decades of recruitment knowledge to pinpoint talented business leaders with the executive experience and demonstrative skills needed to catalyze real change and bolster the bottom line. Yes, it comes with some cost involved. The question is rather whether you can afford not to hire such services.

Does this seem like the right option for your enterprise? Contact YES Partners today. Our skilled executive search consultants can revitalize your search and connect you with truly talented C-level staff

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

Companies looking to compete in the modern job market must jettison leisurely recruitment strategies and rejigger their processes to emphasize speed.

Accelerate the recruitment process and hire the RIGHT people

Many internal recruiters and other human resources personnel continue to operate under the assumption that "slow and steady wins the race." While this methodology certainly worked in the past, it is becoming increasingly ineffective, as talent pools dwindle and digital hiring tools crystallize, despite their flaws. Even then, organizations continue to facilitate drawn-out recruitment workflows. Most devote almost a month to the interview process alone, according to data from Glassdoor.

Companies looking to compete in the modern job market must jettison leisurely recruitment strategies and rejigger their processes to emphasize speed.

Improve the candidate experience
Job descriptions and company "about" pages can lend candidates some insight into prospective employers and what they might do if hired. However, many still enter the advanced stages of the recruitment process with fundamental questions and answering them takes up precious time. Avoid this by giving interested talent all the information they need to engage with your organization, FastCompany advised. Create web portals that address common candidate concerns so you can move on to more important matters during in-person discussions.

Panel interviews are good time-saving alternatives to traditional, multi-round formats.Panel interviews are good time-saving alternatives to traditional, multi-round formats.

Consolidate interviews
Organizations often subject candidates to multiple rounds of interviews to get perspectives from a variety of internal stakeholders. While helpful, this format adds considerable time to the recruitment process, HubSpot reported. Replace several one-on-one interactions with a panel interview to save time. This will reduce logistical problems and speed things up. not only for the company but more importantly for the candidate/s.

Connect with a recruiter
Businesses that really want to accelerate the hiring process often form relationships with global executive search firms. Why? Speeding up the interviewing process is only ONE part of succeeding with the RIGHT candidates. These agencies are staffed with executive search consultants who have the industry knowledge and recruitment savvy to source top-notch talent. Plus, most conduct open screening processes on behalf of their partners, connecting them with truly qualified candidates.

Are you ready to speed up your hiring process and work with a retained executive search firm? Contact YES Partners today. To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

Successful executives have extensive skill sets and intangible qualities that only a select few individuals possess.

Key qualities every CEO needs to succeed

C-level leaders are more important now than ever before. Modern enterprises must navigate ever-changing market conditions. Executives are responsible for setting the course and achieving organizational stability, no matter how momentary it may be.

This not only requires an extensive skill set but also intangible qualities that only a select few individuals possess, according to Harvard Business Review. If your organization is on the hunt for new leadership, be sure to focus on candidates with these essential traits:

Adaptability
To survive in today's business world, companies must facilitate scalable internal processes and continually re-evaluate their operations to keep up with customer demands. This starts at the top with leaders who embrace agility and are willing to support requisite internal change, PricewaterhouseCoopers found. With this in mind, try to pinpoint candidates who aren't afraid to challenge convention and move in a new direction.

"To infuse your enterprise with purpose, you need C-level staff who focus on more than meeting sales goals."

Results-driven
Technology now allows businesses to monitor their operations and maintain results-driven processes. Effective executive leaders are comfortable working within data-based cultures wherein almost everything is tracked, Inc. reported. Such C-level staffers embrace measurable operational insights and seek to increase organizational accountability.

Purpose
We've discussed how purpose-driven companies see increased productivity and healthier bottom lines. To infuse your enterprise with purpose, you need C-level staff who focus on more than meeting sales goals and work to make customers happy. Normally, such leaders are quick to take ownership of key CEO responsibilities and have a tangible passion for the work they do.

Are you looking to connect with executives who have these qualities? Contact YES Partners today. Our executive search consultants can introduce you to candidates who have the executive experience and intangibles to push your organization to new heights.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

As you interview C-level candidates, you must search for subtle red flags that may point to underlying deficiencies.

3 bad candidate habits to look out for

Most human resources representatives go into interviews with C-level candidates hoping to find leaders who can help move the business forward. However, this task is often easier said than done, as even ill-equipped professionals can hide behind charisma and charm and bluff their way into latter rounds, or worse: the corner office. As a result, you must search for subtle red flags that may point to underlying deficiencies. Here are a few such behaviors to look out for:

Knowing all the answers
While business leaders normally possess extensive industry-specific knowledge, none have all the answers. Remember this, if you encounter candidates who claim to be all-knowing sages. Executives with this mindset often court failure by turning down valuable advice and resisting change, according to Inc.

"No business leaders have all the answers."

Embracing anger
Some executives willingly tout their no-nonsense approach to people management and pride themselves on keeping employees in line with angry outbursts. These behaviors rarely produce good results and lead to turnover. Come across an iron-fisted overlord with a penchant for expressing contempt for subordinates and colleagues in public? Look elsewhere.

Dismissing data
Executives must have good instincts to survive in the C-suite and get results. However, take it too far and dismiss actionable data, claiming their experience can lead the way, Forbes contributor Haydn Shaughnessy wrote. This is rarely true, especially in today's technology-driven market. You want a leader who uses reliable information to make decisions, not his or her gut.

You can avoid candidates with these problematic proclivities by partnering with a retained executive search firm like YES Partners. Our seasoned executive search consultants can pair you with truly talented leaders who have the executive experience and intangibles to transform your organization.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

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